JH实业有限公司员工绩效考核改进研究
摘要
现代公司的竞争力不仅仅取决于技术和资本，人力资源在公司获得竞
争优势所起的重要作用已被实践证明并得到广泛运用。绩效考核对于个人
和组织而言都至关重要。有利于激发员工工作潜能，提高员工工作绩效，
提高公司整体效益。为不被市场淘汰出局，公司必须做好人力资源管理，
而实施符合公司实际的绩效考核显得极为重要。
JH实业有限公司成立于2016年，是广西都安瑶族自治县“贷牛还牛”
扶贫产业龙头企业。离开扶贫政策的支持，公司发展陷入瓶颈。现行公司
员工绩效考核不能满足公司和员工的发展需求。本文基于绩效考核相关理
论，针对JH实业有限公司员工绩效考核现状，通过绩效考核问卷调查和访
谈调查，分析出员工绩效考核存在的问题及原因，着重对考核指标设计不
合理、主体单一、缺乏沟通、反馈不及时和结果应用单一等方面加以分析，
得出公司管理者对绩效考核不重视和考核制度不健全等原因。结合公司实
际，通过360度考核法、KPI和BSC等绩效考核方法，主要从考核主体选择、
指标设计、周期设置、沟通与反馈、结果应用等方面加以改进，并提出组
织保障、人员保障、制度保障和文化保障等措施来保障绩效考核改进工作
执行。具有一定的理论价值和实际应用价值。
关键词：JH实业有限公司绩效考核绩效改进
I

RESEARCH ON THE IMPROVEMENT OF
EMPLOYEE PERFORMANCE APPRAISAL IN
JH INDUSTRIAL CO.,LTD
ABSTRACT
The competitiveness of modern companies does not only depend on
technology and capital. The important role of human resources in the company's
competitive advantage has been proven in practice and widely used.
Performance appraisal is very important for individuals and organizations.
Conducive to stimulate employees' work potential and improve their work
performance, and improving the overall efficiency of the company. In order not
to be eliminated by the market, the company must do a good job in human
resource management,and the implementation of performance appraisal in line
with the actual situation of the company is very important.
JH Industrial Co., Ltd. was established in 2016 and is a leading enterprise
in the poverty alleviation industry of "crediting cattle for cattle" in Duan Yao
Autonomous County, Guangxi. Without the support of poverty alleviation
policies, the company's development has fallen into a bottleneck. The current
performance appraisal of company employees cannot meet the development
needs of the company and employees. this paper aims at the status quo of JH
Industrial Co., Ltd.`s employee performance appraisal. Through performance
appraisal questionnaires and interviews, this paper analyzes the problems and
causes of employee performance appraisal, focusing on the unreasonable design
of appraisal indicators, single subject, and lack of communication, The feedback
is not timely and the results are applied in a single analysis, etc., the appraisal
system is not sound and other reasons. Combining with the company’s actual
situation, through 360-degree evaluation method, KPI and BSC, it is mainly
improved from the aspects of assessment subject selection, indicator design,
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